How is employee engagement practices

When it comes to keeping employees engage, feedback is essential. How are managers and executives and leaders doing? As an organization, you must show you're taking feedback seriously and using it to make the workplace better, says Erin Pappo, client services director for Camden Consulting. Bringing in an objective, neutral third-party to begin the process can help, as people are often more willing to be open about their concerns with someone outside the organization, Pappo says.

Managers play a pivotal role in engagement. The right manager can help your team excel; the wrong manager can ruin your business from the inside out. Leaders need to have specific competencies that go beyond technical acumen, so you must choose managers carefully and coach and train them to reflect the culture you want, says Marcus Buckingham, founder and chairman of workplace management consultancy The Marcus Buckingham Co. Do I use my strength every day?

Can I grow? We've found that these questions consistently trump every other consideration — money, rewards, recognition — as the motivations for employees to continue with a company. The more engaged employees are, the less likely they are to leave. Camden Consulting's clients report that attrition becomes an issue starting at the two-year mark, as that's when workers start to look for better opportunities, Pappo says.

Stay interviews can help identify what makes those opportunities "better. What's important to them in a job? Why would you stay? Why would you leave? What were you excited about when you first started? Want to learn more about the value of an employee recognition and engagement?

Find out what we did for one client to recognize and celebrate their people that proves the value of a concentrated effort to align and recognize employees. Contact us today. In the meantime, check out the latest tips and trends to help engage and retain your people and customers. She loves inspiring passion in people, something she believes impacts the individual, the organization and the community. Tanya is driven through achievement, learning and empowerment and balanced by time with family and friends, a good margarita and time outdoors.

Subscribe to Insights. Their team members need to be able to confidently state the following:. Again, get the right people on the bus and make sure they are in the right roles. This means that all talent acquisition and retention strategies have to be aligned with meeting company goals.

No manager or leader can expect to build a culture of trust and accountability — and much less improve engagement — without setting the team up for success.

This means providing the proper training and development while removing obstacles. Again, this is why they first have to be placed in the right role. The days of simply relying on mid-year reviews for providing feedback are long gone. Use both formal and informal check-in strategies — and use them every week. Successful managers are transparent in their approach to improving engagement — they talk about it with their teams all the time. Again, these principles are not complex, but must be prioritized.

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